How successful a company is depends on how well their employees thrive and perform. New employees who do not receive a structured onboarding tend to terminate their employment within the first four months. A structured and positive onboarding experience results in higher work efficiency and performance. Onboarding is therefore crucial for a company's results. To create a good onboarding experience, solutions are required to help those responsible for onboarding to plan, structure and streamline processes. It has not previously been investigated what people responsible for onboarding need in their daily work when it comes to onboarding. There are also no studies on how such a solution should be designed.  The work was carried out with the goal of designing a mobile application for Teamtailor that would help people responsible for onboarding with their everyday work. The main question for the work was: how can a mobile application to help people responsible for onboarding be designed? The question was answered with an interactive prototype that was designed through interaction design with the goal of creating a useful application based on principles within user interface (UI) and user experience (UX). The process of interaction design consists of three phases. The concept phase consisted of data collection, in the form of interviews, with the target group. The data collection resulted in an understanding of the user situation. The results from the concept phase consisted of personas, design goals, scenarios and concepts. In the elaboration phase, the concept was visualized with sketches. The result from the elaboration phase was a low-quality prototype. In the detailing phase, a high-quality computer-based prototype was created. Through three different measurements (efficiency, effectiveness and satisfaction) the usefulness of the prototype was examined and problems were identified. The result in the detailing phase consists of the final prototype and three different measurements that show good usability.  A prototype for PAFO can be designed by allowing the user to start from five different types of steps (email, meetings, test, todo and video) when planning and implementing onboarding. The final design makes it possible for the user to get an overview of all onboardings and more specific information about a new employee. In the design, templates can be created to streamline and simplify the everyday work for the user.

The purpose of the study was to investigate the conditions of new employees during a digital onboarding process and the effects the digital format have on the results of the onboarding process. We performed a qualitative case study with semi-structured interviews. The study was conducted in an IT department in the public sector that worked consciously with a formal onboarding structure and whose work was mainly carried out remotely during COVID-19. We found that the organization succeeds well in communicating resources and information about the organization digitally and that the biggest challenges lay in communicating organizational culture, social connections and informal knowledge in distributed work. When new employees find it difficult to create interpersonal connectivity, they lose informal knowledge and social support that had been available for on-site work, which also leads to difficulties in understanding the organizational culture. Based on our results, we recommend increased work with social meeting points to enable interpersonal connectivity and informal information exchange, compilation of common systems, programs and abbreviations for new employees to more quickly understand the organization's language, increased work with pre-onboarding to use the important first time to strengthen employee experience and more opportunities for concrete practice together with, for example, a mentor or colleagues to more quickly acquire knowledge and get a clearer picture of what is expected in the new work role and informal knowledge in distributed work.